CHAPTER IV :
TRAINING AND DEVELOPMENT
4.1 Introduction
• 1. “It is a sub branch of general
management
that
deals
with
Planning, Organizing, Directing and
Controlling of the Procurement,
Development,
Compensation,
Integration,
Maintenance
and
Separation of Human Resources to
the end that individual, organizational
and societal goals are accomplished”.
-- Edwin B. Flippo.
HRD
1. It is defined as “a continuous process to ensure the
development of employees’ dynamism, effectiveness,
competencies and motivation in a systematic planned
manner”
2. “HRD is a process which employee of an organization
are continuously helped in a planned way --•
•
•
to acquire capabilities, knowledge, perspectives, attitudes,
values and skill required to perform various tasks or
function associated with their present or future expected
roles.
to develop their general enabling capabilities as individuals
so that they are able to discover and utilise their own inner
potential for their own or for the organizational
development purposes and
to develop an organizational culture where superior
subordinate relationship, team work and collaboration
among different sub units are strong and contribute to
organizational health, dynamism and pride among the
What is Development?
• “A conscious and systematic process to control
the development of managerial resources in the
organization for the achievement of goals and
strategies” -----Molander – 1986
• “An attempt to improve managerial effectiveness
through a planned and deliberate learning
process” ---- Mumford – 1987
What is Training?
1. “Training is the act of increasing the knowledge
and skill of an employee for doing a particular job”.----- P.Subba Rao
2. “It is the organized procedure by which people
learn knowledge and / or skill for definite purpose”----Dale S. Beach.
3. “Training is a process of learning a sequence of
programmed behavior”---Mamoria
4. Training may be defined as, “ a planned
programme designed to improve performance and
to bring measurable changes in knowledge, skills,
attitude and social behavior of employees for doing
a particular job”---Pattanayak
• Training refers to the acquisition of knowledge,
skills, and competencies as result of the teaching of
vocational or practical skills and knowledge that
relates to specific useful skills.
• Training is the systematic process of developing
knowledge, skills, and attitudes for current or future
jobs.
• It improves, changes, moulds the employee’s
knowledge, skill, behavior, aptitude and attitude
towards the requirements of the organization.
• Training bridges the differences between job
requirements and employees present specifications
DIFFERENCE BETWEEN TRAINING AND
DEVELOPMENT:
Training
01.It is a process of learning a
sequence
of
programmed
behavior
Development
It is a related process
02. It gives people an awareness of It covers not only those activity which
the rules and procedure to guide
improve job performance but also
their behavior
those which bring about growth of
the personality
03. Training is short term process Development is a long term educational
utilizing
a
systematic
and
process utilizing a systematic and
organized procedure by which
organized
procedure
by
which
non-managerial personnel learn
managerial
personnel
learn
technical knowledge and skills
conceptual
and
theoretical
for definite purpose.
knowledge for general purpose.
04. It refers only to instruction in
It refers to philosophical and
technical
and
mechanical,
theoretical educational concepts.
operations
05. It is designed for non-managerial
It
is designed
personnel
for
managerial
4.2 Need of Training
•
The systematic process of developing knowledge,
skills, and attitudes for current or future jobs.
•
What benefits can your firm expect to derive from
having your lawyers trained? Training:
1.
2.
3.
4.
5.
6.
Builds better communications skills.
Develops hidden talent.
Ensures consistent quality.
Provides greater focus.
Produces more effective/productive efforts.
Clarifies the concept of marketing as a business
process.
The need for training arises due to the following
reasons:
1.To match the employee specifications with
the job requirements and organizational needs.
2.To increase organizational viability and the
transformation process
.
3.To
accept
technological
advances
4.To aware with organizational complexity –
increased mechanization , automation, manufacturing
of multiple products, dealing with services of diversified
lines, extension of operations
.
5.To develop harmonious Human Relations
6.To cope-up with change in the job assignment
7.To increase mobility of employees in the
organization
•The need for raining also arises due to:
1. Increase productivity
2. Improve quality of product/service
3. Help a company to fulfill its future personnel
needs
4. Improve organizational climate
5. mprove health and safety
6. Effect the personnel growth
7. Minimize resistance to change.
OBJECTIVES OF TRAINING:
P.Subba Rao p. 252
1. To prepare the employee both new and old to
meet the present as well as the changing
requirements of the job and the organization.
2. To prevent obsolescence
3. To impart the new entrant the basic knowledge
and skill they need for an intelligent performance
of definite job.
4. To prepare employees for higher level tasks.
5. To assist employees to function more effectively
in their present positions by exposing them to
the latest concepts, information and techniques
and developing the skills they will need in their
fields.
6. To build up a second line of competent officer
and prepare them to occupy more responsible
positions.
7. To broaden the minds of Sr. Manager by
providing them with opportunities for an
interchange of experiences within and outside
with a view to correct the narrowness of outlook
that may arise from over specialization
8. To develop the potentialities of people for the
next level job.
9. To ensure economical output of required quality
10. To ensure smooth and efficient working of a
department
11. To promote individual and collective moral, a
sense of responsibility, cooperative attitude and
good relationships.
IMPORTANCE OF TRAINING
:
1. Training helps to improve the level of productivity
2. It develops better quality of work
.
3. A systematic training programme helps to reduce
the
time
and
cost
involved
in
learning
4. Train employee helps in cost reduction
.
5. Training reduce cost of supervision
.
6. Training reduces frequency of accidents
.
7. Training develops high moral among the employees
8. It provides personnel growth of employee
.
9. It improves the organizational climate of the
organization
--- PM CBGupta, p.3.7
Training Procedure –
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
Job and organization analysis
Evaluate the trainee
Identify the training needs
Design the training needs
Prepare cost budget and foresee benefits – have cost
benefit analysis
Design training content, teaching methods and media
Prepare the instructor
Prepare the trainee
Get ready to teach
Implement the training programme
Present the operations
Gain the acceptance of the programme
Try out the trainees performance
Evaluate the results
Update the programme
The training design process sometimes is refers to
as the ADDIE model because it includes:
•
•
•
•
•
Analysis
Design
Development – creating learning environment,
Implementation – ensuring transfer of training
Evaluation
Methods of Training –
• On – the – job Methods :
•
•
•
•
Job rotation
Coaching
Job Instruction or training through step- by- step
Committee Assignment
• Off-the-job Methods
•
•
•
•
•
Vestibule training
Seminar
Role playing, Sensitivity Training, Case study
Lecture methods
Group discussion
Conference or discussion
T- Group
Programmed instruction
Brainstorming
AREAS OF TRAINING:
•
•
•
•
•
•
P.Subba Rao p. 263
Company policies and procedure--- for
new employee with view to acquainting
rule, practice procedure
Specific skills – Bank clerk, Technical
Officer
Human Relations – team building,
interpersonal relation
Problem solving
Managerial and supervisory skills &
Apprenticeship training – A. Act. 1961
Tools and Aids :
1.
2.
3.
4.
5.
Lecture
Case study
Role play
Management games
Laboratory training : A change agent / consultant devices/ plans
means/ ways for groups of people in organization to clarify their
values, attitudes and problems to improve understanding ,
motivation and working climate in general
6.
7.
8.
9.
Individual or group practical assignment
Panel discussion
Brainstorming
Using training supportive material – Audio-visual, Printed
material
10. Field trip
11. Demonstrations
Evaluation of Training Programmes
•
•
•
•
•
Reactions
Learning
Job Behavior
Organization - productivity, quality moral etc.
Ultimate value
Career Planning
•
•
•
•
•
A career is all the job that are held during one’s working
life
A career is a sequence of separate but related work
activities that provides continuity, order and meaning in a
person’s life-------Edwin B Flippo
Career goals are the future positions one strives a part of
a career
Career planning is the process by which one selects
career goals and the path to these goals. --------- Wrether
& Davis
Career development is those personal improvements
one undertakes to achieve a personal career plan
Need for career planning
1. To attract competent persons and to retain in
the organization
2. To provide suitable promotional opportunities
3. To enable the employees to develop and make
them ready to meet the future challenges
4. To increase the utilization of managerial
reserves within an organization
5. To correct employee placement
6. To reduce employ dissatisfaction and turnover
7. To improve motivation and moral
Process of career planning and Development
1. Analysis of individual skills, knowledge, abilities, aptitudes
etc
2. Analysis of career opportunities both within and outside the
organization
3. Analysis of career demands on the incumbent in terms of
skills, knowledge, abilities, aptitude etc. and in terms of
qualifications, experience and training received etc.
4. Relating specific jobs to different career opportunities
5. Establishing realistic goals both short-term and long term
6. Formulating career strategy covering areas of change and
adjustment
7. Preparing and implementing action plan including
acquiring resources for achieving goals
Case
Study
•Thank You